With the second-level Collective Agreement of the Intesa Sanpaolo Group, signed with the trade unions in October 2015, a comprehensive set of measures was put into effect, including the "Time Bank" that is, an annual “pool” of hours of paid leave in favour of those employees who, in order to deal with serious and verified personal and/or family situations, require a further allocation of permits to that to which they are entitled. This pool will be fed by the company with an allocation, which for the year 2016 is fixed at 50,000 hours, to be increased by way of voluntary donations from employees, and in equal measure, from the company.

The Group has also undertaken to pay an allocation of hours usable by colleagues by way of paid leave to carry out "voluntary work" activities on specific projects/initiatives for social purposes targeted outside the Group, also promoted by external bodies, selected through the Intesa Sanpaolo Foundation Onlus and/or Banca Prossima. The Bank has also introduced the option for employees to use up days of work suspension, without the need to justify their use, for a maximum of 15 working days in respect of which the Company will pay a salary equal to 35% of pay; a comprehensive set of measures aimed at encouraging the involvement of fathers in family care (including the integration of the remuneration provided for parental leave in the event of use by the employed father). Permits have been provided for specialist visits for the benefit of employees suffering from serious diseases as well as permits to support home schooling activities for children with specific learning disabilities.

Flexible work: benefits for both people and the company

The “Lavoro Flessibile” (Flexible Working) project, a large-scale trial of smart working was launched in March 2015, to give colleagues the option to work from home, from a corporate hub or at the customer's office, rather than from their office desk. The project is aimed at establishing a better balance between employees' lifetimes and production requirements. In 2015 more than 3,000 colleagues, in 12 different Group companies, joined the project.

The managers were key in deciding to include their own structure in the trial: they believed in their people and in a new way of dealing with their daily work. But the greatest success came from colleagues. They showed how a different way of working can improve the quality of work as well as personal and family life, increasing motivation and productivity.

The trial took place on the voluntary membership of individual colleagues and is based on the inclusion criteria, meaning that it is open to all people from the identified structures who satisfy some basic requirements. The project is particularly advanced because it allows people to work from home up to 8 days a month, also divided up, while flexible working from the hub and at the customer's office does not have specific limits.

The positive feedback emerging in terms of both satisfaction and business productivity, after being presented to the trade unions, have led to a collective agreement that established the transition of the project, from 2016, to the fully operational phase as well as its extension to other structures.

Alongside this flexible work trial, Intesa Sanpaolo participated in the “Flexible Work Day” initiative by the Municipality of Milan. The initiative is aimed at private companies and public authorities to try alternative working methods. The objective is to improve flexibility of the organisation and productivity, as well as reduce the time spent on commuting from home to work, thereby contributing to improving individuals' quality of life and reducing environmental pollution.

Excellence also for the little ones

A significant family support action is represented by as many as five company crèches - our “baby nurseries” operating in Milan, Florence, Naples and Torino Moncalieri and, starting in September 2015, the one based in new Turin Headquarters, accommodating 255 children in total. Quality is a fundamental element that accompanied the setup of crèches: in fact, they meet the requirements of the PAN Consortium’s Quality Manual, prepared by a Scientific Committee, which covers all aspects of educational and organisational management. High education standards are accompanied by the construction of facilities in line with environmental sustainability principles that make preferential use of FSC (Forest Stewardship Council) and PFEC (Programme for the Endorsement of Forest Certification) certified materials.

To integrate the service, a number of agreements are in place with the national PAN Consortium and, with a view to enhancing the options offered under intercompany agreements, the pilot project for a corporate crèche shared with Telecom Italia continued in Milan for Intesa Vita staff.

ALI for colleagues

A series of platforms - some of which are managed directly by the ALI - offer services and initiatives for work-life balance, with measures aimed at achieving sustainable balancing of work and home life, given the extent of the area covered, the organisational complexity and the different needs of the corporate workforce.

ALI promotes personal services insofar as it responds to the needs of work-life balance and the quality of life. In particular, for families with children of school age, it promotes initiatives for the organisation of summer holidays for children with a broader age range of between 4 and 17 years of age, with campuses proposed throughout Italy and abroad, accessible at preferential rates thanks to direct contribution of the Association. In addition, the Association has introduced a contribution for families who use the summer camps out of free choice. More than 1,200 children have benefited from the numerous structures in the city, in Italy and abroad affiliated with ALI, which turned out to be very successful as evidenced by the survey that involved more than 65% of users; over 2,400 families who did not find an answer to their needs in a partner Junior Campus were granted a weekly contribution for enrolment in a summer camp in a city of their free choice. Families with children with special needs were also granted the doubling of the contributions provided for attendance at both partner Junior Campus City and Junior Campus Italy and those of free choice.

The Association made available to members from all over Italy at a very competitive price over 63.000 EXPO tickets, and other forms of spending support made it possible to provide members with over 140,000 cinema tickets and 42,000 book vouchers and to distribute about 1,500 free tickets thanks to agreements with several theatres and cultural associations.

“We Are Intesa Sanpaolo Group” is a programme of initiatives for colleagues of International Subsidiary Banks and their children, which is aimed at the creation of a sense of belonging to the Group, the sharing of experiences and the strengthening of the cohesion among people internationally.

Among the main initiatives implemented in 2015, worthy of note are three sporting events that involved more than 600 people overall.

  • The ISBD Running Event, which was held on 12 April through Koper, Isola and Portoroz (Slovenia) involved more than 100 colleagues from 7 different countries.
  • The ISBD Junior Sports Event, dedicated to the children of colleagues, held in Osijek, Croatia, between 8 and 10 May, involved more than 200 children from 6 countries.
  • The ISBD Sports Event, held in Timisoara, Romania, between 11 and 13 September, involved more than 300 colleagues from eight countries.